Library Management

How library practitioners view knowledge management in libraries: A qualitative study : Table of Contents

Md Roknuzzaman, Katsuhiro Umemoto — Sat Nov 07 08:00:18 GMT 2009

Abstract:
Purpose – The main purpose of this paper is to explore library practitioners' views of knowledge management (KM) and its incorporation into library practice. Design/methodology/approach – The study is based on the review of literature available in secondary sources, and the result of interviews of ten library practitioners worldwide. The respondents are purposively selected from the participants' lists of two international conferences held in 2008. The interviews were conducted through e-mail using a short, structured, and open-ended questionnaire. Findings – The ways of knowing and degrees of understanding of KM concepts among the library practitioners are varied. But the most library practitioners have focused on a shallow perception of KM for its incorporation into library practice – dealing with only explicit information and/or knowledge. This study also finds some of the reasons for responding to KM, e.g. increasing value of knowledge in the knowledge economy, role of information technologies, opportunities for improved library practices. Research limitations/implications – The study is limited in its scope, conducting interviews of only ten library practitioners worldwide, and hence, generalization may not be derived from the findings. Practical implications – The paper suggests that library practitioners need to broaden their understanding, change their traditional mindset, and to apply a holistic approach of KM system design and library practice, focusing on both explicit and tacit knowledge. Originality/value – The paper investigates the original views of library practitioners regarding KM in libraries.

The right person, in the right job, with the right skills, at the right time: A workforce-planning model that goes beyond metrics : Table of Contents

Judy Stokker, Gillian Hallam — Sat Nov 07 08:00:18 GMT 2009

Abstract:
Purpose – The paper aims to describe a workforce-planning model developed in-house in an Australian university library that is based on rigorous environmental scanning of an institution, the profession and the sector. Design/methodology/approach – The paper uses a case study that describes the stages of the planning process undertaken to develop the Library's Workforce Plan and the documentation produced. Findings – While it has been found that the process has had successful and productive outcomes, workforce planning is an ongoing process. To remain effective, the workforce plan needs to be reviewed annually in the context of the library's overall planning program. This is imperative if the plan is to remain current and to be regarded as a living document that will continue to guide library practice. Research limitations/implications – Although a single case study, the work has been contextualized within the wider research into workforce planning. Practical implications – The paper provides a model that can easily be deployed within a library without external or specialist consultant skills, and due to its scalability can be applied at department or wider level. Originality/value – The paper identifies the trends impacting on, and the emerging opportunities for, university libraries and provides a model for workforce planning that recognizes the context and culture of the organization as key drivers in determining workforce planning.

Developing leadership to transform our library: The library leadership development program (LLDP) at the University of Saskatchewan : Table of Contents

Vicki Williamson — Sat Nov 07 08:00:18 GMT 2009

Abstract:
Purpose – The paper aims to provide an overview of the background and context of the decision by a Canadian research library to invest in developing and implementing its own in-house library leadership development program (LLDP). Design/methodology/approach – This paper is a case study and is presented in three parts: leadership circumstances within the Canadian research libraries, with particular reference to The Future of Human Resources in Canadian Libraries (the 8Rs Study), the University Library at the University of Saskatchewan and its Strategic Plan, with particular reference to its relationship and engagement strategy and other strategic HR initiatives; and the conceptualisation, content and competencies of the LLDP. This paper discusses why and how a leadership development program has been implemented. Findings – The paper shows that LLDP is a work-in-progress and is a practical step in a journey to change organizational culture, and build individual and organizational leadership capacity. Practical implications – While some of the context is Canadian specific, the local strategy implementation has relevance and applicability in other academic and research library contexts. Originality/value – This paper provides a discussion of current leadership challenges for Canadian research libraries, including a leadership development strategy exemplified by the experiences and work underway at the library at the University of Saskatchewan.

Nurturing new talent: running a corporate internship program : Table of Contents

Alyson Dalby — Sat Nov 07 08:00:18 GMT 2009

Abstract:
Purpose – The purpose of this paper is to describe the internship programme developed in the Knowledge Centre of the Institute of Chartered Accountants in Australia. Design/methodology/approach – In partnership with Zenith Management Services an internship program was developed that was designed to give students experience in the corporate sector. Findings – The interns assist with a range of ad-hoc and ongoing projects, allowing experienced staff to deliver more value-added customer services, such as research and content-development. Interns also question established practices, offer new ideas, and ensure that the systems and behaviours remain relevant and transparent. In addition to gaining experience, interns have access to the existing team of experienced staff. They were assisted in developing understanding of the wider information profession, work with ideas encountered in their study, and when the time comes, encouraged in their first professional positions. Practical implications – Understanding the needs of all stakeholders is vital, as is communicating with all involved in a realistic, straightforward and open fashion. Documentation is identified as a challenge of such a programme. Following this model should allow similar libraries to investigate whether an internship programme could be beneficial. Originality/value – The paper shows that the programme differs significantly from other internships or cadetships available in information management, and was developed to suit a small, special library.

Campus priorities and information literacy in Hong Kong higher education: A case study : Table of Contents

Dianne Cmor — Sat Nov 07 08:00:18 GMT 2009

Abstract:
Purpose – The purpose of this paper is to describe the strategic efforts of the Hong Kong Baptist University Library to build institutional support for information literacy in an environment of major curriculum reform. Design/methodology/approach – The paper outlines the current state of information literacy efforts in Hong Kong higher education, provides a context for renewed potential of these efforts, and describes a number of approaches that were undertaken to build institutional support. Further, a change agency approach is used to assess these efforts thus far and provide guidance for the future. Findings – Campus-wide information literacy programmes have been virtually non-existent in Hong Kong. The current higher education environment and mindset is conducive to recognizing information literacy as a vital component in teaching and learning. Librarians can turn this opportunity into reality by gaining authority, credibility and visibility on campus, and by strategically aligning with institutional priorities such as outcomes-based education, assessment, and lifelong learning. Originality/value – This paper provides a Hong Kong perspective on integrating information literacy at the institutional level, and offers several specific strategies that have successfully been undertaken by librarians at one institution.

Do library staff have what it takes to be a librarian of the future? : Table of Contents

Karen Kealy — Sat Nov 07 08:00:18 GMT 2009

Abstract:
Purpose – The purpose of this paper is to outline strategies and approaches in the workforce plan to address skill shortages in the university of Melbourne library to ensure that staff have the appropriate skills for the future. Design/methodology/approach – The objectives were achieved by developing a workforce plan to identify skills gaps, and then to work with training providers to develop a training plan. There was collaboration with two TAFE colleges to deliver accredited courses to staff to develop the skills required, ensuring key competencies were achieved and the staff received accreditation for their learning Findings – The workforce plan showed an aging workforce but also skill shortages across the library. If the library was to be able to deliver services to meet the needs of future students then it needed to develop training programs to enable staff to develop the appropriate skill sets required to meet the needs of the library in the future. A brief survey of participants of the course discovered staff found the course very useful, although not all staff were able to utilize their new skills as effectively as they might in their current roles. This showed a need to review and re-write position descriptions for staff. Practical implications – The outcomes and implications for the future are to ensure there is: an ongoing staff development and training program in place for staff to enable them to continually update their skills as required to meet the needs of the library; that staff have opportunities to utilize the new skills they have acquired to improve and deliver library services; and that staff have the appropriate time to learn and develop themselves Originality/value – The paper shows that some of the key competencies required by staff are not always learnt in the workplace, or in universities, but can be delivered by vocational training providers such as a TAFE college. The idea of working with TAFE teachers to develop and adapt a training program is quite a different approach to solving this skill gap problem.

Investing in your people works – can 40,000 organisations be wrong? : Table of Contents

Stuart Burgess, Ian Williams — Sat Nov 07 08:00:18 GMT 2009

Abstract:
Purpose – The purpose of this paper is to present an outline of research, and provide a range of ideas and strategies that an organisation can adopt to improve its performance, in both financial and non-financial measures. Design/methodology/approach – A Cranfield University research paper used the Investors in People (IIP) quality standard to link the engagement of people to the development of high-performance organisations Findings – The research shows that by implementing commitment based HR strategies creates long-term and quality engagement of employees. Furthermore, such strategies impact positively on financial as well as non-financial performance of organisations. Research limitations/implications – The Standard has been the subject of research since its inception. Much of the previous research found that the IIP Standard has a positive impact on business performance although the conclusions were not unanimous. In addition, the Standard is reviewed and revised every three to five years, so past findings cannot always be related to the current Standard Practical implications – A total of 40,000 organisations use the Investors in People standard because it: is a useful framework for organisations undergoing significant or a rapid change and it is business improvement focused – whatever the business priorities. Originality/value – The paper focuses on business improvement research and practice.

Library staff development at the University of Auckland Library – Te Tumu Herenga: Endeavouring to “get what it takes” in an academic library : Table of Contents

Claudia Adams — Sat Nov 07 08:00:18 GMT 2009

Abstract:
Purpose – This paper aims to describe the approach taken by a staff development committee at a large academic library in New Zealand to reinvigorate professional and personal development. It seeks to examine the processes used, projects carried out and to highlight the outcomes. Design/methodology/approach – To identify training needs, a skills and attributes matrix was developed to which current courses were mapped. Priorities identified in the matrix informed the creation of a programme for which courses were commissioned. An orientation programme for new staff was re-introduced which included the creation of a new staff development and training web site. Findings – The approach taken by the Library Staff Development Advisory Group created a sustainable process, whereby staff development could periodically be reviewed. A relevant staff development programme could be created to meet the most important current training needs of staff. Reintroducing an orientation programme was successful – it was well attended and favourably received by staff. Research limitations/implications – An in-depth needs analysis for specialist tasks to identify specific training needs for those areas could be conducted. Measuring the impact of training on services or behaviour has not yet been attempted. Originality/value – This paper may be useful to any group deciding to review staff development in any workplace and is not restricted to libraries.

Looking beyond the horizon: Founding an executive leadership program for senior library managers in Australasia : Table of Contents

Richard Sayers, Annie Talvé — Sat Nov 07 08:00:18 GMT 2009

Abstract:
Purpose – This paper aims to provide an overview of the inaugural CAVAL Horizon Executive Leadership Program from the commencement of planning in 2006 through to the graduation of the first cohort in February 2009. Design/methodology/approach – In February 2009, the inaugural CAVAL Horizon Executive Leadership Program (Horizon) graduated its first cohort of 12 senior library and information managers from Australia and New Zealand. The inaugural Horizon offered an integrated program of executive learning and development inspired by lighthouse leadership programs within Australia and overseas. The four month Horizon program included two residential workshops (the first at Werribee Park outside Melbourne and the second in Sydney), individual projects, unprecedented access to industry leaders from within the library sector and CEO's from large private companies, and a highly successful series of coaching tele-workshops. Following their graduation from the program, Horizon alumni have used an e-list and other networking opportunities to form a strong and mutually supportive community of practice. Findings – The paper shares a range of insights about the development and facilitation of the program and discusses the critical lessons learned in relation to future executive programs of this type. Originality/value – This paper illustrates illustrates that Horizon is Australasia's first and currently only executive program specifically designed to prepare senior library and information managers for appointments at director-level and above.

Out west and down under: New geographies for staff development : Table of Contents

Janelle Zauha, Garry Potter — Sat Nov 07 08:00:18 GMT 2009

Abstract:
Purpose – This paper aims to provide case studies of staff development programs at two university libraries: those of Montana State University in the USA and Victoria University Library in Victoria, Australia. Design/methodology/approach – The paper examines how these differently sized institutions are using distinct approaches to grapple with the challenges of staff development in difficult economic and technological times. By providing examples of two very different environments and timelines, this paper provides ideas for a broad spectrum of library types and sizes at all points on the development continuum. Findings – Despite differences, what emerges is that many concepts and principles span disparate library situations and are applicable to almost any staff development plan. These include the importance of establishing staff development methodologies, identifying competencies, linking with workforce planning, dealing with legacy issues, prioritizing communication and staff involvement, identifying needs and priorities, embedding accountability and consistently monitoring and evaluating to establish and maintain a successful program. Originality/value – This paper will be valuable to large university libraries with mature staff development plans who wish to rethink basic principles or consider altering their established approach. It will also be valuable to smaller university libraries who are just beginning to chart staff development programs and who want to start off on the right track.

Education and continuing professional development for Indonesian academic librarians: A survey : Table of Contents

Imas Maesaroh, Paul Genoni — Sat Nov 07 08:00:18 GMT 2009

Abstract:
Purpose – This paper aims to report base-line data on the current levels of education, skills, and knowledge of Indonesian academic librarians, and provides an insight into their continuing professional development. The paper also seeks to report: the current level of qualifications of librarians working in Indonesian academic libraries; and the current level and type of continuing professional development and work place training in Indonesian academic libraries. Design/methodology/approach – This paper includes the results of a questionnaire delivered to all librarians working in Indonesian public universities. The survey instrument was based on that used in the NEXUS survey distributed to Australian library and information studies (LIS) professionals in 2006. The paper includes a comparison of survey results on key indicators for Indonesian and Australian library and information staff. Findings – The research reports comparative shortcomings in the level and standard of education available to Indonesian academic librarians. The issue of continuing professional development is more complex, with quite high levels of participation in some types of training reported by the Indonesian respondents, but generally lower levels of satisfaction with that training than reported by their Australian counterparts. Research limitations/implications – Some of the conclusions made comparing the situations in Indonesia and Australia are tentative due to the different understandings of key terms and concepts in the two countries. The data reported in the paper are quantitative and comprehensive findings require further qualitative research. Practical implications – The results have implications for the future development of library education in Indonesia, and workplace training for Indonesian academic librarians. Originality/value – The research reported is the first to collect large-scale data relating to LIS workforce education and continuing professional development from a developing country.

Competency-based service reviews and workforce planning at Deakin University library : Table of Contents

Paul Cardwell — Sat Nov 07 08:00:18 GMT 2009

Abstract:
Purpose – This paper seeks to describe an approach to staff development and workforce planning which is implemented as part of a process of internal reviews of service areas within an academic library. Design/methodology/approach – The paper describes the factors leading to the development of such a process within the Deakin University Library. Findings – A number of different factors – internal to the library, at the university level and in the wider environment – have driven the need for such reviews and influenced their design. The approach developed focuses on comparing current workforce capabilities (competencies and resource levels) with the set of competencies and resources required to deliver the projected services to the standards required. This account highlights the links between the review process and the implementation of a library-wide staff development framework. Practical implications – A number of practical implications may be drawn: the value of a flexible approach taking into account the local and institutional environment; the critical importance of organizational needs driving individual staff development and the benefits of mapping links from strategic goals to staff development. Originality/value – The paper focuses on an emerging process for service delivery in an academic library.